Big tech companies might have bigger budgets, but that doesn’t mean they automatically win the hiring game. For small tech companies, offering health benefits that genuinely support your employees’ wellbeing can be one of the smartest ways to attract and keep great people.
The key isn’t just what you offer—it’s how you talk about it. When benefits are communicated clearly, in language that shows you understand what people actually care about, they can become a major competitive advantage.
Here’s how you can position your health benefits so that top tech talent sees your company as a place where they can show up and do their best work.
Why benefits matter more than ever
Canadian tech employees, especially those aged 18-29, consider great health benefits as crucial when deciding where they choose to work. In fact, a 2025 study published in BMC Public Health found they rank health benefits above higher pay.
So, in today’s hiring landscape, salary isn’t the only deciding factor. Tech professionals want to know that their employers value balance, wellbeing and flexibility. Health benefits help tell that story.
When presented well, they communicate that your business isn’t just looking for workers. It demonstrates you’re building a team that’s supported, healthy and motivated. And when you’re competing with larger companies that may offer higher pay, health benefits are one of the best ways to level the playing field.
But here’s where small tech companies can miss the mark: simply listing their benefits without connecting them to real life. The secret is to translate your offerings into what they mean for the person reading your job posting.
Turn “what we offer” into “what it means for you”
Listing your health, dental and vision coverage is a good start, but tech talent skims right past generic phrases like “comprehensive package” or “competitive benefits.” What makes you stand out is showing how your benefits make life easier and healthier.
Here’s how that might sound:
“We know great ideas happen when people feel supported. That’s why our benefits include flexible health and dental coverage, mental health support and virtual care, so you can get the support you need, when and where you need it.”
Or try something more straightforward:
“You’ll have health, dental and vision coverage from day one, plus access to virtual care and a wellness account you can use for whatever you need to focus on your health, whether that’s gym classes, meditation apps or new running shoes.”
By linking each benefit to an outcome, you help potential hires imagine what working for you would feel like. That emotional connection goes a long way in attracting people who care about balance and wellbeing.
Write job postings that sound human
Your job posting is your first impression. It should sound like a conversation, not a legal document.
Avoid long lists of bullet points or corporate jargon. Instead, write in a friendly, human tone that shows you understand your audience. Canadian tech professionals appreciate clarity, and they’ll scroll past inauthentic marketing in a heartbeat.
Here are a few examples of how you might describe your health benefits in your job postings:
“Our team’s best work happens when people feel cared for. That’s why we cover health, dental and vision, along with flexible options for mental health support and wellness. Whether you’re working from home or in a shared space, we make it easy to get the support you need.”
“We believe flexibility fuels creativity. You’ll have access to extended health coverage, virtual care and a wellness account you can tailor to your unique lifestyle.”
“We’ve designed our benefits around real life. You’ll get health, dental and vision coverage from day one, plus mental health support and virtual care you can access anytime. Because we know life doesn’t always fit neatly into a nine-to-five.”
You don’t need fancy language or buzzwords. Just speak plainly and focus on what makes life better for your employees.
Keep your tone friendly and supportive
The tone you use to describe benefits should reflect the kind of workplace you want to build. For small tech businesses, that usually means approachable, easy-going and human.
A simple rule: write the way you’d talk to a friend or peer. Use short sentences. Keep your paragraphs light. Avoid drifting into corporate speak. And when possible, replace “our employees” with “our team” or “our people.”
For example, instead of saying:
“Employees are entitled to a comprehensive benefits package which includes…”
Try:
“Our team enjoys flexible health benefits designed to fit your lifestyle.”
Small shifts in tone make a big difference in how approachable your company feels.
How to talk about health benefits in interviews
Job interviews are the perfect time to bring your health benefits to life. This is where candidates start to picture themselves on your team, so make your benefits sound real and relatable, not just another item on the checklist.
You might say something like:
“One thing people appreciate about working here is that our benefits are flexible. You can choose where to put more coverage, whether that’s mental health, dental or your wellness spending account. Many on our team use virtual care too. It’s simple and fast and fits your schedule when life gets busy.”
Or if you want to highlight company culture:
“We make wellbeing part of how we work. We celebrate personal health milestones and make sure everyone knows about the mental health resources available. We want people to feel supported as whole humans, not just as employees.”
“Something we’re proud of is how easy it is to actually use our benefits. You can access confidential virtual care 24/7, submit most claims right from your phone and get reimbursed quickly. We want our team to spend more time feeling good and less time filling out forms.”
These kinds of examples show you’ve put real thought and care into creating a benefits plan that supports your team’s day-to-day life.
Turn employees into your best recruiters
When you’re running a tech startup or small tech company, you don’t have time to attend job fairs or run big recruitment campaigns. That’s okay. You already have one of your strongest marketing tools right in front of you: your current team.
Encourage employees to share job postings on their personal social channels, along with short stories about how they’ve used their benefits. For instance:
“I used my wellness spending account to cover my new gym membership. What a great perk!”
or
“I love that I can book a virtual doctor’s appointment during my lunch break.”
Real stories build credibility and make your benefits more relatable. A candidate will always believe another employee before they believe a line in a job ad.
Study the competition (then do it better)
Take some time to look at how larger tech companies describe their benefits. Notice what they emphasize and where they fall short.
For example:
- Are they using vague terms like “comprehensive coverage” without explaining what that actually means?
- Are they overlooking flexibility or mental health support?
- Are their job postings full of corporate jargon?
If you can communicate your benefits more clearly, or show how your plan is more personalized, you’ll stand out.
Sometimes smaller tech companies actually can offer more meaningful perks, like more flexible health benefits or genuine work-life balance. Lean into those strengths.
A quick checklist for showcasing your health benefits
When you’re short on time (and let’s face it, you probably are), use this simple checklist to make sure your benefits messaging hits the mark:
- Be human. Write like you talk. Avoid jargon and long explanations.
- Connect the dots. Explain what each benefit means in real life.
- Lead with flexibility. Tech professionals value choice and autonomy.
- Use examples. Short, friendly snippets show what life at your company looks like.
- Bring it up in interviews. Don’t assume candidates will read the fine print. Talk about it, and be authentic.
- Get your team involved
- Keep learning. Look at how other companies present their benefits, then keep refining your own.
Bringing it all together
Health benefits for tech employees aren’t just a box to check. They’re part of your recruitment and retention strategy as well as your brand story. When you talk about them in a way that feels real, you show candidates that you care about the same things they do: wellbeing, balance and the freedom to do great work.
Whether your motivation is to grow your company fast or to bring a big idea to life, the people you hire will make all the difference. And when those people feel genuinely supported, they’ll help you build something even better.
So next time you post a job, remember: it’s not just about what you offer. It’s about how and why it matters.
Ready to find the right benefits plan for your tech company? Check out our Group Benefit Plans and get a quote today.
